Whether you are part of a TA team where hiring is on hold or a TA team where hiring has gone into overdrive, having the right technology will be key to navigating the impact of the pandemic on hiring.
The rise of remote work in 2020, a trend that appears as if it's here to stay, has organisations reviewing and optimising their recruiting tech stack. Now more than ever, organisations want to optimise their workforce planning to make the best use of their budgets and agilely meet growth needs.
The implementation of more advanced HR Technology has been on the horizon for some time, in the first quarter of 2019 venture firms invested around $1.7 billion in HR tech companies, which was more than the investments made in the entirety of 2017. This capital infusion has led to some truly revolutionary new tools that utilise AI, the blockchain, and machine learning--the stuff of science fiction movies--to power workflows and aid in the selection process.
While TA practitioners and recruiters, at first, seemed wary of these advancements, the recent upheavals have led to quicker adoption rates for new technologies. We now see how certain types of automation technologies can actually lead to a better, more human process. The question then becomes, where to begin?
To help you navigate this busy marketplace we’re going to map-out a simple three-step process for selecting an HR Tech vendor so you can find the right fit who will help power your organisation’s unique needs.
3 steps to finding and selecting an HR Technology Vendor
- Identify your areas of focus.
There are many HR Technologies with similar functionalities and their competitive edge will be how well they speak to your needs and processes. Before you can select your vendor you must discern your TA goals and priorities, aligned alongside overall business objectives.
Some common areas where HR technology can have an impact are as follows:
- Candidate relationship management: Are you looking to create talent pools and re engage previous candidates? If your company has seasonal hiring needs or is having a problem with candidate drop off you may look for technologies with a ‘CRM’ focus.
- Job advertising: Are you struggling with allocating ad budget effectively or worried about your ROI? Maybe you are finding that your ads aren’t returning quality candidates or diverse candidates? Many of the job ad headaches can be addressed with programmatic (or other) advertising technologies.
- Employer brand management: Employer brand and company culture can no longer rely on physical office spaces or perks to communicate value. In the absence of these traditional tactics, your team may need the help of technology to make your employer brand come through in the virtual world.
- Team collaboration: Could your team use a helping hand adjusting to remote life? Perhaps you are realizing now that many of your processes worked outside your ATS or HR tech and now you want something the enables collaboration virtually. A talent acquisition suite, applicant tracking system, or other recruiting team engagement platforms could help your team bridge the gap.
- Candidate experience: Now that many candidates are experiencing a completely virtual TA process, it’s important to make every step of the way reflect your company values. There’s no in-person interview or office visit so candidates will glean the company culture from how they are treated in the recruiting process. Investing in tech that makes that process smooth and enjoyable (including auto application updates and candidate portals) may be your competitive advantage.
- Develop key criteria to evaluate.
Your TA goals are essential factors in narrowing your search, but you’ll also want to consider the other (perhaps less exciting criteria) like finances, customer service, APIs, integration costs, and compliance. Even though these concerns may seem mundane, they will make a world of difference in the longevity and day-to-day ease of using the product going into the future.
We suggest partnering with IT to see if they have any network or integration considerations that you may need to take into account. They will likely be the ones helping you implement this new tech so it’s best to have them on board from the beginning.
Here are some factors to consider:
- Finances: How does this vendor bill (monthly, yearly, by user) will the costs saved be worth it?
- APIs/Integrations: Will the system be able to integrate with your current technology and are there costs for integration maintenance?
- Compliance: Does the vendor support all applicable compliance laws including those to do with data security and non-discrimination practices?
- Customer service: Will customer support be included in your package and is their support accessible to all your team members? For example, if all customer support is done by phone that could exclude hearing-impaired people.
- Team adoption: Is the user interface (UI) attractive and intuitive? Will your team members be able to learn the ins and outs of the system virtually and does the vendor offer team training?
- Compare your shortlist to a predetermined rubric.
Your TA goals and business needs will help you narrow down technology products to a shortlist, then, it’s time to meet with vendors and hear their pitches. It’s great to hear from the tech experts, but don’t get swept away by the razzle-dazzle and just opt for the best presentation. It’s important to get down to the nitty-gritty with what’s important to your company.
To make sure your selection process stays on track, you’ll want to create a rubric to grade the technology including your TA and business goals. Though these factors already helped you narrow down the field, now you can dive even deeper to get beyond the available information from the vendor’s website to understand how the technology works and what that means for your organisation. We suggest having no more than three vendors on your shortlist and grading them on a scale of one to five on each area you choose to evaluate.
Closing Thoughts: Understanding Your Human Resource Technology
When you’re selecting an HR Tech vendor take some time to understand how the technology works. You don’t have to be an AI or machine learning expert, but the sales team will be able to explain the functionality so you can ensure you aren’t putting decisions into a ‘black box.’
There’s an exciting world of HR Tech out there, but it’s also a learning curve to own your tech stack. The best way to proceed is to find a vendor who will be your partner in making this transition and empower your recruiting processes.
Need advice on how to build out your HR Tech stack and optimise / integrate background screening? Our team will gladly help. Simply email us here.